Responsibilities:

• Manage, train, provide performance feedback and assign duties of direct reports to ensure productivity, efficiency, and effectiveness.
  
• Monitor the effectiveness of existing compensation, benefit, and HRIS policies, guidelines and procedures; recommend plan revisions and/or new plans which are cost effective, consistent with market trends and corporate objectives, and designed to attract and retain employees; coordinate implementation and provide guidance to managers and supervisors.
  
• Manage the design, development, and administration of employee health and welfare programs, including communication to employees and former employees about benefit programs, procedures, changes, and government-mandated disclosures.
  
• Manage the administration of direct compensation (executive, exempt and nonexempt compensation programs) for all employees and officers including the processing, recording and reporting of compensation-related actions taken on salaried employees.
  
• Provide advice to supervisors on pay decisions, policy and guideline interpretation and job evaluation including the design of creative solutions to specific compensation-related programs.
  
• Maintain working knowledge of legislation that may affect compensation and benefits policies/practices, including ACA, ERISA, FLSA, FMLA, ADA, COBRA and other applicable Department of Labor (DOL) and/or tax laws and regulations; fulfills compliance and reporting requirements.
  
• Prepare data for executive management and Board of Directors review, in collaboration with senior HR leadership and compensation analyst.
  
• Work closely with third-party vendors to benchmark and identify industry and market trends and provide competitive benefit programs that support the companyâ??s goals.
  
• Supervise the participation in and conduct of both exempt and nonexempt salary surveys to ensure corporate compensation objectives are achieved.
  
• Ensure financial internal controls are adequately designed to minimize the risk of fraud, and a material misstatement in the financial statements. Also ensure the financial controls operate effectively throughout the year.
  

Requirements:

• Bachelor??s degree in human resources, business or related field.
  
• 7 years progressive compensation and benefits experience including 2 years leadership experience.
  
• Certified Compensation Professional (CCP) designation, preferred.
  
• Experience with Workday or similar Human Capital Management system.
  
• Demonstrated proficiency in laws and regulations governing benefits including Affordable Care Act, ERISA, HIPAA, IRS regulations, Section 125, and COBRA.
  
• Demonstrated proficiency in laws and regulations governing compensation including FLSA and Title VII.
  
• Advanced proficiency with Microsoft Office Suite.
  
• Demonstrated successful ability to build positive relationships and partnerships within department, across the organization and with external customers.
  
• Excellent organizational skills, including ability to multi-task and prioritize workload.
  
• Ability to think strategically with supporting analytical skills.
  
• Excellent interpersonal and communication skills with the ability to interact with all levels of the organization.
  
• Ability to handle confidential and sensitive information.
  
• Ability to travel up to 10%.